Wednesday, July 15, 2015

During the anti union campaign in Stockton Ca. Managers were telling the drivers that if they voted "Yes" for union representation they "would lose company Bonuses they had with FedEx" Well it looks like that wasn't true at all!

Monday, July 6, 2015

Your Rights during Union Organizing

You have the right to form, join or assist a union.

You have the right to organize a union to negotiate with your employer over your terms and conditions of employment. This includes your right to distribute union literature, wear union buttons t-shirts, or other insignia (except in unusual "special circumstances"), solicit coworkers to sign union authorization cards, and discuss the union with coworkers. Supervisors and managers cannot spy on you (or make it appear that they are doing so), coercively question you, threaten you or bribe you regarding your union activity or the union activities of your co-workers. You can't be fired, disciplined, demoted, or penalized in any way for engaging in these activities.

Working time is for work, so your employer may maintain and enforce non-discriminatory rules limiting solicitation and distribution, except that your employer cannot prohibit you from talking about or soliciting for a union during non-work time, such as before or after work or during break times; or from distributing union literature during non-work time, in non-work areas, such as parking lots or break rooms. Also, restrictions on your efforts to communicate with co-workers cannot be discriminatory. For example, your employer cannot prohibit you from talking about the union during working time if it permits you to talk about other non-work-related matters during working time.

Friday, July 3, 2015

Extremist groups, right-wing politicians and their corporate backers want to weaken the power of workers and their unions through "right to work" laws. Their efforts are a partisan political ploy that undermines the basic rights of workers. By making unions weaker, these laws lower wages and living standards for all workers in the state. In fact, workers in states with these laws earn an average of $5,971 less a year than workers in other states. Because of the higher wages, working families in states without these laws also benefit from healthier tax bases that improve their quality of life.

States with Right to Work Laws Have:1

Lower Wages and Incomes

The average worker in states with right to work laws makes $5,971 (12.2 percent) less annually than workers in states without right to when all other factors are removed than workers in other states.2

Median household income in states with these laws is $6,568 (11.8 percent) less than in other states ($49,220 vs. $55,788).3

In states with right to work laws, 25.9 percent of jobs are in low-wage occupations, compared with 18.0 percent of jobs in other states.4

Lower Rates of Health Insurance Coverage

People under the age of 65 in states with right to work laws are more likely to be uninsured (16.3 percent, compared with 12.4 percent in free-bargaining states).5

They’re less likely to have job-based health insurance than people in other states (53.9 percent, compared with 57.1 percent)6 and pay a larger share of their health insurance premiums (29.9 percent compared with 26.1 percent).7

Only 46.8 percent of private-sector employers in states with these laws offer insurance coverage to their employees, compared with 52.6 percent in other states. That difference is even more pronounced among small employers (with fewer than 50 workers)—only 30.3 percent offer workers health insurance, compared with 38.8 percent of small employers in other states.8

Higher Poverty and Infant Mortality Rates

Poverty rates are higher in states with right to work laws (14.8 percent overall and 20.2 percent for children), compared with poverty rates of 13.1 percent overall and 18.3 percent for children in states without these laws.9

The infant mortality rate is 14.2 percent higher in states with these laws.10

Less Investment in Education

States with right to work laws spend 31.3 percent less per pupil on elementary and secondary education than other states.11

Higher Workplace Fatalities

The rate of workplace deaths is 54.4 percent higher in states with these laws, according to data from the Bureau of Labor Statistics.12

Wednesday, July 1, 2015

This is a posting forced on FedEx Freight at our Croydon, Pennsylvania facility;

B. Refusal to Bargain

By letter dated March 27, 2015, the Union requested
that the Respondent bargain with it as the exclusive collective-bargaining
representative of the unit employees
and, since about March 27, 2015, the Respondent has
refused to do so.
We find that this failure and refusal constitutes an unlawful
failure and refusal to recognize and bargain with
the Union in violation of Section 8(a)(5) and (1) of the
Act.FedEx Freight, Inc. and International Brotherhood
of Teamsters Local No. 107. Case 04–CA–150263

An Agency of the United States Government The National Labor Relations Board has found that we violated Federal labor law and has ordered us to post and
obey this notice.

FEDERAL LAW GIVES YOU THE RIGHT TO

Form, join, or assist a union
Choose representatives to bargain with us on
your behalf
Act together with other employees for your benefit
and protection
Choose not to engage in any of these protected
activities.

WE WILL NOT fail and refuse to recognize and bargain
with International Brotherhood of Teamsters Local No.
107 as the exclusive collective-bargaining representative
of the employees in the bargaining unit.

WE WILL NOT in any like or related manner interfere
with, restrain, or coerce you in the exercise of the rights
listed above.

WE WILL, on request, bargain with the Union and put
in writing and sign any agreement reached on terms and
conditions of employment for our employees in the following
bargaining unit:
Included: All full-time and regular part-time road drivers
and city drivers employed by the Employer at its
Croydon, Pennsylvania facility;

Excluded: All other employees, dockworkers, mechanics,
office clerical employees, guards and supervisors as
defined in the Act.

FEDEX FREIGHT,INC.

The Board’s decision can be found at
www.nlrb.gov/case/04-CA-150263 or by using the QR
code below. Alternatively, you can obtain a copy of the
decision from the Executive Secretary, National Labor
Relations Board, 1015 Half Street, S.E., Washington,
D.C. 20570, or by calling (202) 273–1940.